Sick Leave Verification. The Employer will not require verification for absences of less than 3 consecutive work days. Such verification or proof may be given to the supervisor/manager or Human Resources according to departmental policy. The Employer will not make unreasonable requests for sick leave verification.
Sick Leave Verification. All bargaining unit members must submit the absence electronically using the absence reporting system. If the member was attended by a physician, the Board may require the physician's name, address, and dates attended.
Sick Leave Verification. Employees absent from work because of illness, injury, or quarantine, or for non-emergency medical, dental or optical care shall be paid only upon furnishing the appointing authority or designee with satisfactory proof as may be required by the appointing authority or designee that the absence was due to such cause. The requirement, need and form for such verification shall be made known to the employee in advance of any absence, but no later than the time the employee calls in sick, provided that the employee has complied with departmental call-in procedures. An appointing authority shall not require "after the fact" verification. If verification is requested, the requirement and the need for medical verification shall be confirmed to the employee in writing within two weeks after the employee’s return, explaining the justification for the request.
Sick Leave Verification. 1. An acceptable “medical verification” for sick leave use is a document signed or email transmission/ other electronic verification which includes a digital signature by a United States Licensed Physician, nurse practitioner, or other health care specialist/professional, competent within their scope of practice to make a medical evaluation on the employee’s alleged/stated illness, injury or medical incapacity, and such person is making the evaluation while on duty in their respective employment relationship within a health care facility or medical practice. Unless requested at the time of approval, prescheduled and approved medical/dental appointments/treatments do not require medical verification. Electronic verification must be on the provider’s official letterhead.
2. Medical verification may also be required but only if required in advance. At the time the sick call is received, medical verification may only be requested in the following circumstances:
a. An employee is unable to personally make the sick leave request to the designated supervisor.
b. The sick leave requested falls on a date which the employee previously requested a form of leave covered by this MOU but was denied.
c. An employee is sick for three (3) or more consecutive days.
d. If an employee calls in sick on Thanksgiving Day, Christmas Day, New Year’s Eve or Super Bowl Sunday.
e. An employee has a demonstrable pattern of sick leave usage and has received advanced written notice that, as a result, future absences will require a medical verification. The requirement of medical verification under this provision shall be reviewed no less than every one-hundred twenty (120) days and will be required for no longer than twelve (12) consecutive months.
f. An employee is unable to work an involuntary overtime shift due to illness. Employees who fail to work an involuntary overtime shift due to illness shall not be authorized the use of sick leave for the unworked overtime.
3. When a medical verification is required, it will be submitted by the employee with the 998 form. The medical verification must provide the following information:
a. The date the employee or the employee’s family member is evaluated either in person or via telemedicine by a licensed physician or other health care specialist/professional;
b. The expected length of the employee’s absence and their expected return to duty;
c. Whether the employee is medically able to return to work; and
d. The list of restrictions (if any) ...
Sick Leave Verification. All sick leave must be approved by the supervisor. Approval may be withheld pending certification of the attending physician or practitioner or other acceptable verification that such illness or injury prevents the employee from working or his/her attendance is necessary to care of an ill or injured immediate family member under the following conditions:
A. Whenever the employee’s absence exceeds three (3) consecutive workdays; or
B. Whenever the City can articulate facts giving rise to a good faith concern that misuse of sick leave has occurred (i.e. questionable pattern of usage; calling in on a previously denied day off; etc.), provided the employee has been notified of such facts and has been given the opportunity to address the concern before certification is required. The City will reimburse employees for the cost charged for obtaining medical verification, including wages for time spent obtaining verification. However, it is understood and agreed that employees will obtain verification via email, mail or facsimile, whenever possible. No compensation for accrued sick leave shall be allowed to any employee upon separation from employment. Sick leave shall not accrue during any period of leave of absence without pay. Abuse of sick leave shall be cause for disciplinary action. Upon retirement of an employee, and as allowed under Oregon law, the City will report any unused sick leave hours to PERS for use in determining final average salary retirement calculations.
Sick Leave Verification. At least one (1) hour before starting his/her shift, a member on sick leave shall inform the on-duty supervisor of the fact, except in the case of provable inability to make a telephone call. Except in cases of suspected abuse, a member will not be routinely required to furnish upon returning to duty a physician’s certificate evidencing that the absence was for one of the reasons set forth in Section 2 above, for absences of two (2) consecutive days or less. The member may be required to furnish such a certificate following an absence in excess of two (2) consecutive working days. Members shall be required in all cases to furnish a written, signed statement upon appropriate department form to justify the use of sick leave.
Sick Leave Verification. The Employer will not require verification for absences of three
Sick Leave Verification. Departments shall notify and receive approval from the Citywide Leave Administrator in the Department of Human Resources prior to placing employees on sick leave verification to ensure compliance with appropriate laws and policies. Employees placed on sick leave verification may request to be removed after three (3) months, or earlier based upon appropriate City policy. If it is determined by the Citywide Leave Administrator in the Department of Human Resources that the employee is in compliance with the policy, the employee shall be removed from sick leave verification. If the employee is not in compliance, the employee may request to be removed on a monthly basis thereafter.
Sick Leave Verification. Employees absent from work because of illness, injury, or quarantine, or for non-emergency medical, dental or optical care shall be paid only upon furnishing the appointing authority or designee with satisfactory proof as may be required by the appointing authority or designee that the absence was due to such cause. The requirement, need and form for such verification shall be made known to the employee in advance of any absence, but no later than the time the employee calls in sick. An appointing authority shall not require "after the fact" verification.
Sick Leave Verification. A. Management will require medical certification of the attending physician or practitioner of absence due to non-FMLA/OFLA covered illness or injury under the following conditions:
i) sick leave time exceeds one (1) regular workweek and the illness or injury prevents the employee from working;
ii) the employee has exhausted all sick leave;
iii) whenever the supervisor can articulate reasonable cause to believe that a misuse or abuse of sick leave has occurred, including questionable usage, questionable patterns of usage or calling in sick on a previously denied day off, provided the employee has been previously notified by a supervisor, due to such concerns, future verification may be required. Employees notified of such reasonable cause may be required to furnish certification as referenced above for each use of sick leave for a period not to exceed six (6) months following the notice;
B. Should an employee be required by the employer to obtain a medical certification, the employer shall bear the expense of such certification not covered by the employee’s health insurance.
